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SECRET(When Filled In)# FITNESS REPORT## GENERAL**SECTION A**1. NAME   (Last) Bustos-videla,   (First) Charlotte   (Middle)2. DATE OF BIRTH 3. SEX   1 January 1929 F.4. GRADE 5. SO   GS-12 D6. OFFICIAL POSITION TITLE   Ops Officer7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DOP/1 hus.9. CHECK (X) TYPE OF APPOINTMENT|          |         |           || -------- | ------- | --------- || X CANCER | RESERVE | TEMPORARY |CAREER-PROVISIONAL (See Instructions - Section C)10. CHECK (X) TYPE OF REPORT|                    |                         || ------------------ | ----------------------- || INITIAL            | REASSIGNMENT SUPERVISOR || X ANNUAL           | REASSIGNMENT EMPLOYEE   || SPECIAL (Specify): |                         |11. DATE REPORT DUE IN O.P.    31 January 196512. REPORTING PERIOD (From - to)    1 January 1964 - 31 December 1964## PERFORMANCE EVALUATION**SECTION B**W - Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.A - Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P - Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S - Strong Performance is characterized by exceptional proficiency.O - Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (Indicate number of employees supervised).SPECIFIC DUTY NO. 1Handles all aspects of 21 FI/CE/Support projects including project actions, logistical support, requirements, guidance, reviews.|               || ------------- || RATING LETTER || O             |SPECIFIC DUTY NO. 2Handle all matters concerning the agents belonging to these projects, including field agents, Contract, Career and Staff Agents. This includes OA/CSA's, contracts, training, PCS arrangements, cover, funding.|               || ------------- || RATING LETTER || O             |SPECIFIC DUTY NO. 3Prepare, or help prepare, miscellaneous memoranda and studies, such as monthly FI achievements, Operational Program, responses to requests from the Senior Staffs on operations and on Mexico itself.|               || ------------- || RATING LETTER || O             |SPECIFIC DUTY NO. 4Supervise one Intelligence Assistant in the maintenance of a desk tickler system and the agent and subject 201 files at the desk.|               || ------------- || RATING LETTER || O             |SPECIFIC DUTY NO. 5Records Officer|               || ------------- || RATING LETTER || S             |## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.|               || ------------- || RATING LETTER || O             |23 MAR 1965FORM 45 4-62 OBSOLETE PREVIOUS EDITIONSSECRET